The University
Senate of
Adjunct (Professor, Associate Professor, Assistant Professor):
An appointment at this rank is offered to persons not regularly or primarily
employed within the academic unit to which the appointment is made. Such individuals--because
of training, experience, credentials, and interest--are invited to participate
in the teaching, research, and/or instructional programs of academic departments.
Ordinarily no remuneration is associated with adjunct appointments, but on
the approval of the President, remuneration may be provided for teaching and/or
research activities. Appointments shall be for no more than three years with
the possibility of subsequent reappointments.
Emeritus (Professor, Associate Professor, or Assistant Professor):
An honorary rank awarded to retirees who have tenure in the professorial ranks
and have served the University with distinction. Recommendations for emeritus
status shall be made by the members of the retiree's academic department through
administrative channels to the President for presentation to the Board of
Control (Board of Control Policy 16.8). Emeritus faculty shall be invited
to participate in commencement processions and similar ceremonies and be entitled
to certain other privileges within the University such as parking and library
access.
Instructor:
Lecturers will be appointed for 2-year rolling
terms, i.e., they will automatically receive a 2-year contract at the end
of each year unless they are informed that their appointment is terminated.
Effectively this means they will have a one-year notification period for non-reappointment.
Lecturers will be eligible for promotion
to the rank of Senior Lecturer based on criteria established within the academic
units and the recommendations of relevant committees and administrators at
the university. Likewise, Senior Lecturers will be eligible for promotion
to Principal Lecturer. Both Senior and Principal Lecturers will serve in continuing
appointments with a one-year notification of termination. A salary increment
for promotion through the ranks will be awarded to the affected faculty.
Professor of Practice:
In certain cases, especially where an individual has significant industrial or professional
experience, a new NTTF category will be established—Professor of Practice.
Professors of Practice will be NTTF and will be appointed on a continuing
basis, similar to Senior and Principal Lecturer appointments. Faculty in the
Lecturer ranks will generally not be eligible for promotion to this category,
with the exception being current (AY2006-07) Lecturers whose qualifications
are in keeping with appointment to this rank and for special cases where a
person has achieved significant
professional experience while serving as a Lecturer. Minimum qualifications
for Professors of Practice will be a BS degree with significant professional
experience.
Visiting (Professor, Associate Professor, or Assistant Professor):
A guest appointment normally offered to a faculty member from another institution
and appointed at the rank of that institution. Responsibilities will normally
be similar to those of tenure-track faculty in the department to which the
appointment is made. Visiting appointments shall normally be for one year
or less.
Employment
Issues
Promotion Process for Lecturers
Each academic unit will establish provisions for the promotion
process through the Lecturer ranks, including promotion criteria and unit-level
review procedures. Provisions will include the establishment of a unit-level
committee, with committee membership parameters determined by the unit. NTTF
faculty in the rank of Lecturer or Senior Lecturer who wish to be considered
for promotion will submit documentation similar to that contained on the F-Form
for TTF in February of a given year. The promotion process will be:
1)
The
Department/School committee makes a written recommendation and forwards with
the documentation to the Chair/Dean.
2)
The
Department Chair/School Dean makes a written recommendation and forwards with
the documentation to the College Dean or Provost as appropriate.
3)
The
College Dean (as applicable) makes a written recommendation and forwards all
documentation to the Provost.
4)
The
Provost reviews the documentation and makes a recommendation to the President.
5)
The
President makes the final promotion decision.
The Provost will oversee the
implementation, including timing, of this proposal. Issues in implementation
will include: 1) unit level development of promotion provisions for NTTF, 2)
adjustment of rank definitions so that they are in compliance with this
proposal, 3) establishment of the appropriate salary increments for promotions
within the NTTF ranks, and 4) review of cases of current faculty in the
Lecturer rank to make changes to appointments as necessary.
Termination:
Termination
policies currently in place for MTU contractual employees (e.g., coaches) will
be in effect for NTTF in all categories described previously. The termination
policy currently in effect is found in the following paragraphs.
Termination
Policy for Contractual Employees
The Employee is employed at the will of the
University and this Agreement can be terminated at any time with or without
cause by the University.
a. If the
University terminates the employment other
than for substantial failure as set forth below, or cause, it shall pay
the Employee a post termination stipend in an amount equal to the Employee’s
salary for the remainder of the term of the agreement. The Employee shall not be entitled to any
fringe or other employment benefits after notice of termination. As determined
by the Dean of the School/Chair of the Department, the employee may or may not
be required to continue to serve, with a continuation of benefits, in the same
capacity as originally hired during the notice period.
b. In the event that the University terminates this Agreement due to
cause or the substantial failure on the part of the Employee to comply with the
obligations which determination shall be made solely by the University in its
good faith discretion, the University shall have no further obligation to the
Employee hereunder. In such event the
Employee will be immediately terminated and will not be entitled to any further
compensation, wages, stipends, post termination payments, fringe benefits or
damages of any nature with the exception of wages actually earned prior to the
date of termination.
Introduced in Senate: 11 October 2006
Slightly revised and Adopted by Senate: 25 October 2006
Approved by Administration: 11 December 2006 with NOTE: The
Provost will be working with Academic Human Resources on implementation.
Proposal 4-95:
Adopted by Senate: January 25, 1995
Approved by President (with modifications): March 15, 1995
Modifications Adopted by Senate: March 22, 1995
Approved by Board of Control: November 17, 1995